A CIO in the construction industry recently found themselves in that exact position. The business was scaling fast — multiple acquisitions underway, systems in flux, data scattered across platforms. Every day brought new meetings, new integration plans, new fires to put out.
Amid all of this, the need for a key hire emerged: a Business/Data Analyst who could not only build dashboards and perform SQL queries, but also sit across from executives, investors and other stakeholders while driving clarity in the middle of operational chaos.
The role required a unique mix:
🔹 Strong BI & data acumen
🔹 Process optimization experience
🔹 Executive presence and polish
🔹 Willingness to travel — up to 40%
The team gave it their best shot internally. Hundreds of resumes were reviewed. A promising candidate was identified. Weeks were invested. But when the offer fell through at the last minute, it was more than just a recruiting setback — it put the timeline and business momentum at risk.
That’s when the CIO reached out — not looking for a stack of resumes, but for a solution.
What they needed wasn’t more volume — it was precision.
Within 48 hours, they had five fully vetted candidates in hand. The feedback:
“These five are stronger than everyone we reviewed in-house. Let’s move quickly on three.”
One was hired shortly after — a sharp, travel-ready analyst who could plug into executive meetings, streamline reporting, and accelerate progress during a high-pressure window.
✅ Key hire secured
✅ Project velocity restored
✅ Leadership focus reclaimed
If you’re a technology leader navigating transformation, hiring doesn’t need to become a bottleneck. With the right partner, it can become a competitive advantage.
Tech leaders — what’s been your biggest hiring challenge during times of rapid growth or post-M&A integration?
Would love to hear your perspective. 👇
